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I will classify and screen your existing latam tech candidate pool
Latam Tech Recruiter hiring nearshore developers for US startups
I am a Latam Tech Recruiter & Headhunter with an academic background in Psychology and Therapeutic Companionship. I combine deep active listening with a strong understanding of the tech ecosystem to e...
About this Gig
Already have a pile of resumes from your website, LinkedIn, or referrals, but no time to sort through them?
I help tech companies turn a messy, unranked candidate pool into a short, validated list of people actually worth interviewing.
As a Latam Tech Recruiter, I classify every CV against your must-haves.
Standard & Premium: I personally interview qualified candidates to confirm availability, updated salary, and English.
Basic: rapid async validation via message only (no calls).
You send the CVs. I send back a clear report: who's viable, why, and who isn't (with reasons, not guesses).
How We Work:
Max Pool: 20, 30, or 50 CVs per package.
Quality Focus: I interview up to the limit of viable candidates. If fewer qualify, I deliver reports for those and explain the pool's gaps.
Fresh Start: Discarded candidates aren't re-evaluated. New CVs = new order.
This gig is for evaluating candidates YOU already have. If you need me to actively find and reach out to new candidates, check out my sourcing gig instead.
Industry:
Technology
Target country:
Argentina
•
Colombia
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Mexico
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Other
FAQ
What if fewer candidates than the package limit actually meet the requirements?
I interview all candidates who qualify, up to the package limit. If your pool has fewer viable profiles than expected, I'll deliver reports for those and explain why the rest didn't make the cut, so you also learn something about your sourcing, not just get a shorter list.
Can I send more CVs partway through the project?
Each package has a fixed CV limit. If you have more candidates to review, I'm happy to do that as a separate order or custom offer. This keeps delivery times realistic for everyone.
Do you contact candidates who have already accepted another job?
Part of my process is checking current availability before finalizing any report, precisely because pools built over time often include people who are no longer on the market. If someone isn't available anymore, I'll note it instead of wasting your time.
How is this different from your other gig?
This gig evaluates candidates you already have. My other gig is for when you need me to actively find new candidates from scratch.
Can I request a live walkthrough or candidate-defense call with the Hiring Manager?
This gig covers classification and written reports only. I provide objective, professional validation of candidate fit and current status, not live advocacy during your interviews. The final hiring decision and technical evaluation rest entirely with your team.
